Computer Hardware Executive Search

Computer Hardware Executive Search

RSI COMPUTER HARDWARE EXECUTIVE SEARCH FIRM FOR EXECUTIVE SEARCH AND RECRUITING

RSI provides its clients with superior Computer Hardware talent acquisitions through its Computer Hardware Executive Search Firm Specialty Team. Our highly trained Computer Hardware Executive Search Firm consultants have real-world Computer Hardware experience, making them the best-suited for conducting Computer Hardware executive searches to enhance the staffing infrastructure in both private and public organizations.

CONDUCTING COMPUTER HARDWARE EXECUTIVE SEARCH FOR HIGH QUALITY

Reaction Search is a nationwide Computer Hardware executive search firm dedicated to identifying, evaluating, recruiting and delivering the highest-caliber Computer Hardware professionals. We’re talking about Computer Hardware executives who can step into a Computer Hardware position and begin contributing to your company immediately. Whether you need to find a Computer Hardware CEO or to build an entire Computer Hardware team virtually overnight, Reaction Search is the answer to your Computer Hardware executive search needs. We connect time-strapped employers with talented Computer Hardware candidates.

A NATIONWIDE COMPUTER HARDWARE EXECUTIVE SEARCH FIRM NETWORK

RSI has a network of professional Computer Hardware executive search recruiters located in major cities across the country. These Computer Hardware recruiters have a proven process to find quality Computer Hardware candidates and match them to positions that fit their particular skill set. Many are industry insiders who have worked in the positions for which they now recruit talent, and use this advantage to perpetuate RSI’s extremely high retention rate within the Computer Hardware Executive Recruiting Division. They are familiar with the key players and the “ins and outs” of the Computer Hardware field. These Computer Hardware executive recruiters know the questions to ask, and are able to quickly assess candidate competency. These insights enable them to consistently recruit premium applicants.

From start-up to Fortune 500 companies, our extensive Computer Hardware knowledge base and proven record of accomplishment enables RSI to expeditiously and thoroughly customize and complete each Computer Hardware Executive Search. We provide outstanding service and bottom line results by servicing a comprehensive range of disciplines.

DO THEY HAVE WHAT IT TAKES TO SUCCEED WITH YOUR COMPANY

RSI’s Computer Hardware Executive Search Firm team specializes in specific careers. By determining which career path a candidate wants to take, and whether or not they have what it takes to succeed in such a career, RSI can successfully wrap up the search for your new Computer Hardware professional.

In order to be a successful computer hardware engineer, candidates must be somewhat, if not very, creative, inquisitive, logical, detail oriented and able to work in a team setting. They must also have great communication skills—both written and oral—in order to clearly and effectively communicate thoughts and ideas to the people they work with and for. Great computer hardware engineers have complex problem solving and critical-thinking skills, and must display adept learning and listening so that they can make good, informed decisions. However, while having these basic skills is required in our candidates, we also look for the following:

Required Education:

Most people enter these industries with a bachelor’s degree, usually with a focus in engineering, though higher and continued education is desired in top-notch companies. They then specialize in one particular area when on the job or in graduate school. Graduate training may not be required for the engineers, but if candidates hope to land a faculty position or a research job with a development program, it is. Many high level executives have started their careers as engineers, but they broadened their education with business administration classes and kept up-to-date on the latest technologies to get where they’re at today.

Design:

Designing a computer program isn’t easy when candidates first start out. They may put a lot of time and effort into planning things out on paper, but doing so doesn’t substitute for actually having used the program. If they write the codes and then decide, once the program is up and running, that they want to add on little button where another is, how simple that task is going to be all depends on how much flexibility they originally gave their program.

Oftentimes, newbies to the field don’t create architectures that are strong enough to support any more codes. If the program is well designed, it allows room for one button to be added here or there, without it interfering with the other buttons. However, if the software is programmed so that the position of the button is governed by its location in pixels, then moving one button could mean changing where every single button is located. Sometimes this could mean changing up to twenty lines of codes (two for each line) just to move ten buttons. And if an employee makes one mistake with one button, they’re likely to experience unexpected results.

Computer programming can be tough work, and many experienced programmers have learned to draw designs by first writing simple programs where they don’t have to worry about these issues. Overtime, they develop the ability to create programs in which the positions of the buttons are linked, and changing one wouldn’t mean changing the other.

Design is essential in computer programming, and the more thought a candidate shows that they put into it, the more flexible, advanced and all around better your software will be.

Creativity:

Because computer programming requires a lot of design, it is only natural that computer programmers be creative as well. Creative thinking applies to just about every aspect of their career, as they will need to not only write codes, but be able to think outside the box in order to find problems within their own and others’ programs. As Jack Baty, developer of software that sped up testing and analysis for oil samples, once said:

“When you’re programming, you have to focus on a problem for a long time and let your mind wander, as you imagine all the possibilities. It’s really similar to an artist, who gets lost in the process of creating, drawing, or a sculpture, or a painting. You’re writing code and you get into a creative place, a zone, and wow, you can really rock.”

Creativity is also a desirable trait in our software and hardware candidates as well, though it is most important in programmers.

Experience:

Though degrees are important, employers usually place more emphasis on actual work experience. Many recent college graduates with sparkling report cards can’t find work because they lack portfolios. A candidate who has a limited formal education but a strong knowledge of, say, several programming languages has a better chance of finding employment. They should advantage of all available work opportunities and internships. The more experience a candidate can show, the better their chances of finding a position through us.

Flexibility:

Aside from design, flexibility is one of the most essential traits to have in the computer industry. In addition to having to cope with endless details, computer industry employees must be able to deal with a job in which there is almost no consistency. Their job is highly unpredictable, and they must be able to switch projects at any given moment, and even work on several projects at once. It is not uncommon for them to have to switch gears in the middle of a huge project, or to be interrupted, even when they’re deep in thought.

Patience:

Patience is essential in computer industry candidates, and not just in the beginning when they’re first learning to design software. At some point in their career, they will make a mistake that will cost them hours of debugging, only to realize that they were misspelling a variable name the whole time. Even experienced employees make these mistakes, but the better a candidate is, the more interesting they will find these “set-backs.” If they are patient with their mistakes and work through each one thoroughly, they will find that not only do they learn more than had they done it right the first time, but that the computer industry is as much exhilarating as it is frustrating.

If a candidate wants to become a programmer full-time, patience will have to become their best friend, because they will be expected to spend a great deal of time working out the bugs in someone else’s code, or on documenting their own code for other programmers.

Precision and Attention to Detail:

To work in a computer industry position, candidates must be able to think in a logical, precise, rigorous way. They must be able to specify all of the details in a process and understand exactly what goes into it. They need to be able to understand a process so thoroughly, and rewrite it in such a level of detail that a computer can mechanically reproduce it.

They must also pay attention to the details of their program (if they’re a programmer) from the very beginning, as it can take hours, days or even weeks to find and fix a bug in a complicated program. As Cutler, an experienced programmer, states:

“Computers do exactly what we tell them to do. Nothing more and nothing less. Unfortunately, as we program we forget little details that can make the entire program inoperable. Then we have a bug and the job now becomes to find and fix.”

In order to avoid the to find and fix game, it is essential that candidates pay close attention to the details from the very beginning, and even review their work often to be sure that they didn’t look over anything that could change the whole dynamics of your program.

Good Problem Deducing and Solving Skills:

Candidates must be capable of framing problems the right way and be a good problem solver. Restating the problem is a great way of reframing it, and allows employees to better understand it and therefore, solve it. Both these traits are not something candidates need to know right off the bat, but are skills that they will master with lots of experience and practice.

Candidates must be persistent and willing to pay attention to design issues while focusing on problem solving and precise solutions to problems. If they cannot do this, or are unwilling to, they may find that their career in the computer industry will be frustrating and tedious. This is not good for you, so we try to find candidates who already have these traits.

Fluent In Programming Languages:

Computer industry employees—programmers especially—need to be familiar in at least three programming languages, such as Visual Basic, HTML, Python, C++, etc. Programming languages are made up of a collection of symbols, letters and numbers that are strung together to create a code that computers can read and understand. Programmers choose which languages to use, based on the software that they need to program. New languages are being invented as programs become more complex, and it is important that candidates know both the old and new languages.

Other Compatible Traits for the Industry: